IDI Assessment

Jack-Davies Consulting is a Qualified Administrator of the Intercultural Development Inventory (IDI). The IDI cultural assessment enables organizations to assess the cultural aptitude of their staff.

Intercultural Development Inventory

Factors such as socialization and lived experience influence the way we respond to diversity. In our effort to create environments that tap into and maximize the benefits of inclusiveness, it is therefore critical that we understand ourselves…our own mindset and orientation towards diversity. When this happens we are better able to recognize in our organizations the systemic practices that have evolved out of the norms we espouse.  Research has identified this ability to navigate differences and transcend tendencies towards ethnocentrism as “Intercultural Competence”.  This competence is now identified as one of the main competences essential to today’s leaders, educators, managers, and others in a position to make decisions involving the navigation of differences and commonalities.

The Intercultural Development Inventory™ (IDI™)

• The IDI™ is a 50-item online questionnaire that assesses intercultural competence for the individual, team or organization mindset and orientation.  The Assessment produces reports that enable targeted focus for planning in areas such as training; personal and professional development; customer service; stakeholder engagement; talent acquisition and retention; or for removing invisible systemic barriers to full participation by people of all backgrounds.

• IDI results demonstrate how the individual, team or organization perceives themselves relative to diversity, versus the way they actually are, based their answers; trailing orientations towards diversity that while mastered, could present themselves during times of stress or crisis; and leading orientations that point to recommended next steps in building competencies. This full-scope assessment provides a multidimensional platform for inclusion.

• For the IDI, culture means more than place of origin. It means any aspects of an individual—such as generational status; perspective; gender; communication style; socio-economic status; Indigenous identity; racialized status; or place of origin—that can influence the lens through which they see the world and the way the world sees them. Through the IDI an individual or group comes to understand how, for example, they could:

– believe that “we are all equal as humans”, yet behave in ways that suggest otherwise be comfortable with some aspects of difference but not others

– appreciate different cultural expressions—e.g. food or arts—yet find it difficult to accept that others’ diversity makes their lived experience different than their own oppose injustice towards certain groups in society, yet be unable to grasp how not being a member of those groups confers privilege

– believe in equity yet unconsciously support inequitable systems and practices

Beyond offering a simple score and interpretation, the IDI part of a comprehensive learning and development program that includes a customized individual Plan along with guided development by a Qualified Administrator. A Group IDI profile can be used to assist teams to make better decisions and create more effective policies where cultural differences need to be bridged.

How the IDI Works

1) An individual or group completes the 15-20 minute online questionnaire as well as the Open-ended Contexting Questions
2) The IDI analytic structure generates graphic profile of the respondent’s overall position on a 5-point Intercultural Development Continuum™ from a mono-cultural mindset to an inter-cultural mindset.
3) A Qualified Administrator (QA) conducts a confidential individual or group debrief of the assessment results. The debrief reviews the findings and explores factors and challenges they indicate.
4) The individual or group and the QA together generate a framework for further development using an Intercultural Development Plan™ for targeted developmental learning, strategic planning and other action to build intercultural competence to meet diversity and inclusion goals.

More about the IDI

Research has found that intercultural competence development is increased when training is offered based on how an individual experiences cultural differences — their primary orientation. The IDI supports a targeted approach to diversity/inclusion/anti-oppression training. It also offers a gentle yet pointed starting point to identify unconscious (implicit) or hidden biases, based on the Assessment report. The IDI also supports:

– hiring and creating an environment that retains talent from diverse populations building intercultural competence to serve diverse communities and to manage diverse teams
– efforts to nurture in-house champions, change agents and everyday leaders
– embedding inclusiveness in key operational areas of an organization, such as hiring and promotion; community/stakeholder engagement; strategic planning; and planning

The IDI has been academically validated and is being used wide range of sectors including Fortune 500 companies, post-secondary institutions, not-for-profits and law enforcement agencies.